Key Differences Between Recruiting Jobs and HRIS Jobs

As a Paycor Recruiting administrator, it's important to know jobs in Paycor Recruiting and jobs in Paycor's HR platform (HRIS) are entirely separate records. 

While both are essential to your hiring and employee management workflows, they serve different functions and must be managed differently in their distinct apps.

Why Keeping Jobs Separate Matters

Different job templates and management tools in each app.

Recruiting jobs are not automatically synced with HR jobs. 

Changes made in one app are not reflected in the other app: 

• Changes must be managed in their own distinct app. Because they are not synced, changes to a job in one app are not reflected in the other app.  
• Example: If you update a job title in Recruiting, the job title of the corresponding HR app job does not update.

Recruiting Jobs

These are designed to attract and engage job seekers. Think of them as your marketing tool for open positions.

• Purpose: Promote your company and open roles to external candidates.
• Tone: Conversational, engaging, and aspirational.
• Content Includes:
  • A compelling job title that may differ slightly from the internal title.
  • A description that highlights your company culture, mission, and values.
  • Benefits and perks that make your organization stand out.
  • A summary of responsibilities written to appeal to candidates.

HR (HRIS) Jobs

These are internal job records used for compliance, compensation, and organizational structure.

• Purpose: Define the formal structure and requirements of a role within your organization.
• Tone: Precise and standardized with a focus on being compliant.
• Content Includes:
  • Official job title and internal job codes.
  • FLSA status (exempt or non-exempt).
  • Pay range.
  • Detailed list of job functions and responsibilities.
  • Required experience and qualifications.
  • Educational prerequisites or recommendations.
  • Specific skills and competencies needed for the role.

Best Practices for Administrators

Use Recruiting job descriptions to sell the role: Highlight what makes your company a great place to work.

Use HR Job Management to define the role internally: Focus on compliance, compensation, and organizational clarity.

Do not copy and paste between platforms: Create each job record for its intended audience.

Job titles across platforms must be consistent: Coordinate with HR and hiring managers to promote consistent job titles and expectations across platforms.

Regular audits for both systems verify job records are current and aligned with current organizational needs.